Interviewing candidates for entry-level jobs is challenging enough. So, what about when you have to hire a recruitment specialist?

You know as well as we do that you must never choose an applicant based on how good they look on paper. Ideally, they possess specific traits like curiosity and tenacity, plus communication and organisation skills.

Asking the right things during the screening process is crucial in hiring great recruiters who’ll pay for themselves and contribute to your company’s long-term success.

The following interview questions will help you determine who the stand-out candidates are. This ensures you end up with a person who’s worth the investment.

“What are you doing to build your personal brand?”

To attract qualified applicants, it’s no longer enough to just post on job boards. Your recruitment specialist must understand the importance of building relationships digitally. They need an established online presence to achieve this.

A strong social media profile is essential for leaving a good first impression on the web. Check how they’re using their profiles, be it for sharing content, leaving comments, or joining groups.

Pay special attention to those who are using social channels to their full advantage.

“When was the last time you used data for recruiting?”

Using data in the recruitment process increases the quality of your hires. Thus, look for a top-tier applicant who has no trouble describing the last time they used data when hiring. They know best where to search for prospects and what to expect.

Even if they aren’t well-versed, consider if they’re familiar with job aggregators, applicant tracking systems, human capital management software, recruitment CRMs, talent intelligence systems, interviewing tools, and testing and assessment software.

“How is your relationship with previous hiring managers?”

The 2017 Recruiter Nation Report reveals that one of the most valuable metrics for tracking recruiting success is hiring manager satisfaction. This means the recruitment specialist and hiring manager have to work as partners.

Have them walk you through their relationship with their last hiring manager. See if they were merely reactive to demands, or if they took control and worked as equals. It’s better to have a person who won’t agree to a dictatorship.

“What is your retention rate for new employees?”

Perhaps you need your recruiter to fill in several roles as soon as they’re hired. It won’t matter if they do this quickly if their new hires resign within 90 days or less. Find a specialist who focuses on recruiting people who will stay with your company for years.

Staff turnover rates vary by industry and location. But don’t worry if you’re in the sales and marketing sector, which has the highest separations rate; a recruitment specialist in the Philippines will match you with local workers who are likely to stay.

“How do you treat candidates who don’t get chosen?“

Often, recruiters are given incentives based on the number of requests they close. This results in them neglecting to provide a good experience to applicants who don’t get the job. Taking this approach hurts your employer brand and puts off potential employees.

The best recruiters are those who prioritise in providing a strong candidate experience. They respond to every application letter and contact every interviewee. Also, they keep people updated throughout the process so they’re aware where they stand.

“What are you doing to stay updated with the industry?”

Recruiting is ever-changing with new techniques and tools appearing every so often. Find a recruitment specialist who quickly adapts to change because they stay informed with the trends.

It doesn’t matter what media they consume as long as they remain engaged with industry-related content. Follow up this question by asking what recent developments they find most interesting. Doing so lets you know how aware they are of where the industry is at.

“How would you position our company to prospects?”

It’s common to compete with similar businesses for top talent, so get a recruiter who’ll put you at an advantage. Asking this tests their critical thinking and creativity as well as tells you if they’ve done their research on your business.

Turn this into an evaluation and have the applicant write a sample outreach message. See if they’re able to highlight what makes you a great employer.

“What have you learned from having an offer rejected?”

Every recruiter has experienced having a top-tier candidate reject their job offer. A great recruiter doesn’t brood over the loss but figures out why the applicant said no. Then, they determine what they can do better next time.

Perhaps the candidate felt they wouldn’t fit in the environment. Maybe they had doubts about the duties. Or they received a better offer from another company. Considering these, the recruiter creates a better strategy when making a job offer.

“What do you enjoy most about being a recruiter?”

A passionate recruiter makes candidates more excited about the role. Conversely, an apathetic one turns prospects away. So, determine why they’re pursuing this kind of career.

Maybe they’re naturally sociable, and enjoy talking to people and hearing stories. Perhaps they enjoy helping people find a job they’ll be successful in. It’s easy to determine who’ll only put in the hours versus those who’ll go the extra mile based on their answers.

Final thoughts: Hiring a recruitment specialist

Finding the right recruitment specialist is hard because they’re familiar with the tools and techniques. By asking them the above questions, you’ll determine which applicants are the best fit for your team.

Before getting to the interview stage, you’ll have to screen resumes and perform background checks first. Do you think it’s too complicated? We at Remote Workmate can handle the legwork for you.

Let us take on the job posting and initial screening so you won’t have to. We’ll endorse only candidates who’ve passed your requirements. This way, you’ll only have to think about the interview where you ask them the questions we’ve listed here.